Sr. HR Business Partner

Volaris Group•Mississauga, ON

3d•CA$95,000 - CA$115,000

About The Position

This is a corporate level Senior HR Business Partner role reporting to VP Talent. You will be the trusted advisor leaders come to for performance issues, workforce planning, and organizational decisions, and the same person who designs and runs the development work that grows their bench. You will be a key member supporting the development of onboarding process and the assimilation of new hires as well as design and facilitate the training that closes capability gaps identified by your stakeholders. You will own the Workday side of hiring for your client group, keep records and reporting clean, and handle the administrative mechanics of the annual compensation cycle, salary changes, and letter generation for your leaders.

Requirements

A degree in Human Resources, Organizational Development, or a related discipline.
AI enabled and comfortable using AI tools (e.g. Copilot, ChatGPT, Claude) to support day to day work such as drafting, data analysis, and program design.
Demonstrated HR Business Partner experience with a genuine track record in both employee relations and learning and development. Candidates strong in one but untested in the other are not a fit for this role.
Hands on experience designing and facilitating training programs for diverse audiences, including leaders and individual contributors.
Proven ability to coach and influence senior stakeholders to achieve outcomes.
Solid working knowledge of HRIS platforms, with Workday experience strongly preferred.
Advanced proficiency in Microsoft Office (Word, Excel, Outlook, PowerPoint).
Strong knowledge of Canadian employment legislation.

Nice To Haves

Working knowledge of US and UK employment legislation.
Familiarity with compensation administration processes (salary changes, letter generation, cycle support) is an asset.
US employment law knowledge is an asset.
Bilingual French and English is an asset.

Responsibilities

Serve as the trusted advisor to team leaders on all people matters, balancing employee advocacy with sound business judgment.
Advise on HR policy, employment legislation, and best practice across Canadian jurisdictions, with working knowledge of US and UK requirements an asset.
Guide leaders through employee relations matters including performance management, disciplinary processes, and terminations, ensuring legislative compliance and minimal business disruption.
Partner with leaders on workforce planning, organizational design, and headcount decisions.
Lead the offboarding process including exit interviews, trend analysis, and recommendations to leadership.
Drive the quarterly talent review process in partnership with the VP Talent, including preparation of materials, demographic analysis, and tracking of development actions.
Identify high potential employees and build structured development pathways directly with their leaders.
Support succession planning at the team and corporate level.
Design, develop, and facilitate internal training programs and personal development workshops tailored to business and individual needs.
Conduct learning needs analyses with business leaders to identify capability gaps and prioritize development investment, informed by what you see in your day-to-day advisory work.
Evaluate training effectiveness and continuously improve program design based on feedback and outcomes.
Curate and manage external development resources and vendor relationships where internal delivery is not optimal.
Maintain and evolve role clarity by ensuring positions have well defined, current descriptions aligned to business needs.
Analyze talent data to surface insights and inform people strategy decisions.
Partner with leaders to attract and hire talent, managing end-to-end recruitment activity and related Workday processes for your client group.
Own the corporate onboarding experience, including design, coordination, and delivery of the HR and Workday orientation program.
Maintain recruitment reporting and pipeline analytics.
Support administration of the annual compensation cycle for your client group, including salary change processing, letter generation, and data integrity in Workday.
Maintain accurate and complete employee records in Workday, including organization charts and data integrity.
Produce regular and ad hoc HR reports and analytics to support business decisions.
Support the development, review, and communication of HR policies across the business.
Create supporting documentation including forms, training guides, and process guidelines.